Developing Leadership and Strategic Skills for HR

Introduction

The Strategic Human Resources Leadership and Development course is designed to empower HR professionals to transition from a service-oriented role to a strategic partner within their organizations. As highlighted by the Chartered Institute of Personnel, HR professionals must evolve to become strategic partners, contributing directly to business goals.

But how is this transformation achieved? This course addresses the critical steps in this evolution, guiding HR professionals to shift from a service provider to a strategic partner, a change that is both impactful and rewarding. Transitioning to an executive role requires not only a shift in attitude but also in cognitive processes, particularly in strategic thinking.

HR professionals play a crucial role in aligning management and other strategic HR skills to drive organizational success. This course emphasizes the importance of strategic human resource development, equipping HR leaders with the tools necessary to become effective strategic partners.

This program provides participants with the skills and knowledge to strategize on capital investments in human resources and lead organizational change through strategic human resources leadership training.

Objectives

By the end of this course, participants will be able to:

• Overcome current challenges presented by the new HR strategic process.
• Consolidate strategic requirements into HR objectives using the 6 S model.
• Develop HR activity plans to achieve business goals.
• Provide timely forecasting for innovative undertakings.
• Conduct business informational interviews and present findings effectively.
• Envision the evolution of employment and productivity in relation to people.
• Build professional self-confidence.
• Draft operational business documents outlining strategic sub-purposes.
• Apply current trends to enhance investments in personnel.
• Demonstrate financial responsibility and develop ROI strategies.
• Recognize top HR trends and excel in crisis management.
• Lead the HR division to achieve strategic goals.

Training Methods

• Workshops
• Case studies
• Interactive discussions
• Gaming
• Problem-based learning
• Oral presentations
• Drama training
• Leadership activities
• Planning exercises

Course Outline

Unit 1: Strategy Planning Process

• Understanding the benefits of elevating HR to the top tier: potential, higher positions, and job security in global organizations.
• Aligning strategy with vision, mission, and operational plans.
• Conventional practices for strategic planning preparation.
• The new HR paradigm and the 10 additional steps required to develop an HR strategy.
• The pyramid of strategy and its application.

Unit 2: The Simple Level: Dismantling Strategic Constraints into Business Options

• Formulating HR budgets.
• Building strategic aims and achieving them using the HR 6 S model.
• Developing business plans.
• Crafting strategic plans and persuading others.
• Presenting unit costs, spending studies, and management accounting economic information.

Unit 3: Predicting Trends & Management Information: Preventive Actions

• Understanding the big picture.
• Identifying who needs predictive information.
• Targeting executives proficient in predictive information and trend analysis.
• Utilizing forecasting software and trend analysis tools.
• Applying principles of future and emergency management as predictive factors.

Unit 4: Key Performance Factors – Maximizing Human Capital

• Constructing and evaluating performance measures, including organizational maturity and corporate culture.
• Linking expertise with performance.
• Measuring returns on human capital.
• Utilizing performance metrics.
• Elevating presentations to the top executive level.

Unit 5: Understanding and Acting on High-Level HR Trends

• Analyzing globalization's impact on the labor market, diversity, and new employee demands.
• Understanding global business trends related to performance and management, including leadership, collaboration, and workforce dynamics.
• Exploring new tendencies related to HR.